Labor law
in Taiwan (China).

The Labor Standards Act (LSA) is the main piece of employment law legislation that sets the baseline for employment conditions in Taiwan. It applies to all industries and occupations, with a limited number of exceptions, ensuring most employees have standardised basic rights that are governed under law. Foreign nationals working in Taiwan are also covered by these laws.

Other important pieces of legislation include the Gender Equality in Employment Act (prohibiting workplace discrimination and ensuring equal opportunities based on gender), the Trade Union Act (dealing with collective bargaining), and specific legislation dealing with pensions, health insurance and labor insurance. 

Yes, it is possible to terminate an employee during the probationary period. There is no minimum notice if the employee has not been employed for more than three months. However, it is standard to provide seven days’ notice. You will need to give the appropriate notice for the length of employment if the employee has been employed for longer than three months.

Yes, employees can terminate their employment during the probationary period. They do not need to provide any notice if the employment period has not exceeded three months. However, they should give the appropriate amount of notice for the length of employment if they have been employed more than three months.

After the probationary period, terminating an employment contract in Taiwan requires following specific guidelines set by the LSA. Employees must be given notice and severance pay except in a limited set of circumstances.